A difference of treatment based on any of the prohibited grounds of discrimination does not constitute unlawful discrimination where the ground constitutes a genuine and determining occupational requirement. (See Exemptions)

Employees must not be victimised for making a complaint of discrimination, reporting such behaviour or participating in any investigative process. (See Victimisation)

Where this is done with a view to ensuring equal treatment and opportunities in practice, employers are permitted to take measures to prevent or compensate for disadvantages linked to any of the prohibited grounds of discrimination. (See Positive action)

Employers are under a general obligation to ensure the equal treatment of all employees with regard to employment conditions, remuneration, vocational training and opportunities for career advancement. (See Active measures)

An employee or job applicant who has suffered unlawful discrimination or been subject to unequal treatment, may bring a court case against the employer. (See Remedies and penalties)

Get in touch

Connect with us

The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.

Reed Business Information Limited trading as XpertHR is an Appointed Representative of Abbey Protection Group Limited which is authorised and regulated by the Financial Conduct Authority.